Is Consistently Unfair Better than Sporadically Fair? An Investigation of Justice Variability and Stress

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Developmental HRM, employee well-being and performance: the moderating role of developing leadership (2019, background): “Moreover, these findings resonate with recent research showing that for the sake of employees’ stress levels, it is better to act consistently unfair than send inconsistent signals by alternating between unfair and fair treatment s (Matta et al., 2016).”
Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement (2018, background): “In an effort to be frugal and/or motivate interest, other scholars created lotteries in which participants were entered (e.g., Butts et al., 2015; Liu, Song, Li, & Liao, 2017; Matta et al., 2017) and only a portion rewarded.”
Examining Follower Responses to Transformational Leadership from a Dynamic, Person–Environment Fit Perspective (2017, unknown): “…identified in the large body of between-persons transfor-mational leadership research that have also demonstrated substantive intra-person variability in ESM studies such as justice (Judge, Scott, & Ilies, 2006; Matta, Scott, Colquitt, Koopman, & Passantino, 2017) and stress (Bono et al., 2007).”